At least two of the SHAC members must be trained sexual harassment advisors.

Reports to: VCAA

Recommendations to: the Chancellor

Overview: The Faculty Senate established a Sexual Harassment Policy documented in Senate Document
6096S with the date of approval given June 2, 1996. This document provides the legal basis
upon which sexual harassment and discrimination shall be addressed. It further states the
applicability of this policy, the definitions of sexual harassment, penalties, assurances against
retaliation and malicious complaints, confidentiality, and responsibility for implementation of
policy.

A committee was informally created in response to this policy statement. Its purpose was to
act as an advisory board to the Chancellor. Its duties would respond to the directives given
in the document, i.e., to undertake the investigation of all complaints as defined in Senate
document 6096S. The committee was to determine facts judged on the basis of
investigations into complaints arising out of Quid Pro Quo situations, normally arising out of
an authority relationship (i.e., when the harasser is directly in a superior position, such as in
the case of a supervisor and subordinate or teacher and student, or when the harasser has
the (indirect) power to direct others who have the authority over the victim); and with respect
to environmental harassment (when the harassment has the purpose or effect of creating an intimidating, hostile, or offensive environment which unreasonably interferes with another's
work, academic performance, or privacy), on the basis of what is reasonable to persons of
ordinary sensitivity; and not on the particular susceptibility of an individual, unless that
susceptibility is known to the alleged harasser.

Rationale:The Sexual Harassment Advisory Committee has acted as an advisory on these matters up to
his time without the proper designation as a standing committee. Its status as an ad hoc
committee could very well undercut the very purpose of the policy statement, since it might be
construed as being activated only in special cases. In addition, it is clear that the University
would benefit from educational and outreach efforts to ensure that sexual harassment does not
occur in the first place, and that members of the University community have a clear sense of
procedures to follow when harassment does occur. A more proactive approach will benefit the
campus community by ensuring that UNCA is a safe place to teach, learn, work, and live.
Following the recommendations of the Sexual Harassment Task Force, the campus climate
will be improved with the addition of sexual harassment advisors who are trained in these
matters to serve as front line contacts for members of the campus community who are victims
of sexual harassment. Note that while two of the SHAC members should be trained as
advisors, there should be non-committee members who serve as advisors as well so that there
is a separation between the advisors--who serve as victim advocates--and the people who are
serving in an investigative role for the campus.